Common use of Evaluation Procedure Clause in Contracts

Evaluation Procedure. These provisions constitute the procedures to be utilized for the performance evaluation and assessment of certificated employees as set forth in the California Education Code (E.C. 44660, et seq.). The intent of the evaluation process shall be to maintain and improve the quality of the instructional program. A. The performance evaluation shall relate to: 1. The progress of students toward the Board's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievement. 2. The job description for the position. 3. The California Standards for the Teaching Profession B. Frequency of performance evaluations: 1. The performance evaluation for probationary employees shall be made at least twice each school year. The first performance evaluation shall be completed before the end of the first semester. The second performance evaluation shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes place. 2. The performance evaluation for permanent employees with fewer than ten (10) years shall be made at least once every other year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified may be evaluated once every five (5) years. At the discretion of the district, permanent employees may be evaluated at any time. 3. The post-performance observation conference shall be held, as scheduled by the evaluator within two weeks of the observation unless otherwise agreed upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss the performance and measurement criteria to be utilized in the evaluation of the employee's performance. The performance and measurement criteria utilized in determining the level of employee performance shall be in conformity with the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed of the identity of the evaluator no later than five (5) days prior to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the evaluator and the employee shall discuss the following: a. The job description as adopted by the Board after consultation with the Association. These are to be made available by the district on the Internet. b. The Board-adopted standards for pupil achievement. These are to be c. Any written performance improvement requirements as determined by the evaluator. d. The performance evaluation form. 2. Teachers assigned to two or more schools and the same subject area shall be assigned a home school and one evaluator from that school. The administrators at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee of the basis for his/her evaluation including criteria, the evaluation form, the employee's job description. a. The employee and the evaluator shall make a good faith attempt to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree on the performance and measurement criteria by which the employee is to be evaluated, the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the criteria. b. After giving consideration to the constraints identified by the employee, the evaluator shall make the final decision on the employee's performance and measurement criteria for the school year and shall submit it to the employee, in writing, prior to the first formal observation. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-d, above. 6. If, during the course of the evaluation period, circumstances arise which, in the judgment of the evaluator or evaluatee, invalidate the established performance and measurement criteria, the employee and the evaluator shall meet to review and/or modify the criteria. The evaluator shall be responsible for making the final decision, although the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standards. The employee's written position shall be permanently attached to any modified criteria.

Evaluation Procedure. These provisions constitute the procedures to be utilized for the performance evaluation 1. Every probationary and assessment of certificated employees as set forth in the California Education Code (E.C. 44660, et seq.). The intent of the evaluation process temporary employee shall be to maintain and improve evaluated by the quality of the instructional program. A. The performance evaluation shall relate to: 1. The progress of students toward the Board's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievementadministration in writing at least once each school year. 2. The job description Every certificated employee shall normally be evaluated by the administration in writing once every two (2) years. Nothing in this section shall preclude evaluations more often than every two (2) years where performance indicates need for the positionadditional help. 3. The California Standards Within sixty (60) calendar days of the program year or employment, the evaluator and the certificated employee will meet in a planning conference to review the instrument and procedure for the Teaching Professionevaluation. B. Frequency of performance evaluations: 14. The performance evaluation for probationary employees shall be made at least twice each school year. The first performance Each evaluation shall be completed before based upon at least two (2) observations lasting a minimum of thirty (30) minutes, and each shall be followed by a conference within five (5) working days in which the end evaluator and the certificated employee shall review and initial the observation, and discuss strategies, procedures, and techniques for reaching the standards of the first semesteremployee performance if necessary. The second performance evaluation certificated employee and the evaluator shall take positive action to correct any cited deficiencies. Such action by the evaluator shall be transmitted specific and definitive. (See Appendix E) 5. Any certificated employee who receives a negative evaluation may, upon request, be entitled to a subsequent observation, conference and written evaluation and additional assistance as mutually agreed and set forth in writing. When any permanent certificated employee has received an unsatisfactory evaluation, the employee not must be evaluated annually until the employee receives a positive evaluation or is terminated. 6. The final evaluation conference shall be completed no later than thirty (30) days after the second observation or no later than thirty (30) days before the last school day scheduled on of the negotiated school calendar and adopted by calendar, whichever date occurs earlier. A completed copy of the Board for the school year in which the performance evaluation takes place. 2. The performance evaluation for permanent employees with fewer than ten (10) years shall will be made at least once every other year and shall be transmitted given to the employee not later than thirty (30) days before at the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified may be evaluated once every five (5) years. At the discretion completion of the district, permanent employees may be evaluated at any time. 3final evaluation conference. The post-performance observation conference shall be held, as scheduled by the evaluator within two weeks An employee who is on a leave of the observation unless otherwise agreed upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss the performance and measurement criteria to be utilized in the evaluation of the employee's performance. The performance and measurement criteria utilized in determining the level of employee performance shall be in conformity with the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed of the identity of the evaluator no later than five (5) days prior to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the evaluator and the employee shall discuss the following: a. The job description as adopted by the Board after consultation with the Association. These are to be made available by the district on the Internet. b. The Board-adopted standards for pupil achievement. These are to be c. Any written performance improvement requirements as determined by the evaluator. d. The performance evaluation form. 2. Teachers assigned to two or more schools and the same subject area shall be assigned a home school and one evaluator from that school. The administrators absence at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee time of the basis for completion of his/her evaluation including criteriaprocess shall have his/her evaluation delivered by certified mail. Such employee shall be offered a final evaluation conference upon his/her return to work. [Revised March 14, 2014] 7. No certificated employee shall be held accountable for any aspect of the educational program over which he/she has no jurisdiction. 8. Non-administrative certificated personnel shall not be required to participate in the evaluation formand/or observation of other unit non-administrative personnel, nor shall they be required to evaluate themselves. 9. Untrue or undocumented statements shall not be included in written evaluations and/or the teacher's personnel file. 10. Procedures for placing evaluations and other documents which may affect the employment status of an employee in the personnel file shall be consistent with Section 44031 of the Education Code. 11. Evaluation shall not make reference to nor be influenced by an employee's job descriptionrace, color, creed, domicile, sexual orientation, marital status, age, political preference, physical handicap or professional association membership status. a. The employee 12. All final evaluation forms shall be approved by the Association prior to their implementation. 13. Changes to final evaluation forms, including observation forms directly related to the final evaluation, shall be made as necessary by a committee comprised of bargaining unit members and management staff of the evaluator shall make a good faith attempt department. [Revised May 24, 2010] 14. In the event that the evaluation process is not completed in accordance with the timelines set forth under this article and/or unless mutually agreed upon to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree on the performance and measurement criteria by which the employee is to be evaluatedwaive procedural requirements, the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability shall be rescheduled to meet the criteria. b. After giving consideration to the constraints identified by the employee, the evaluator shall make the final decision on the employee's performance and measurement criteria for the school year and shall submit it to the employee, in writing, prior to the first complete a formal observation. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-d, above. 6. If, during the course of the evaluation period, circumstances arise which, in the judgment of the evaluator or evaluateesubsequent school year. [Revised March 14, invalidate the established performance and measurement criteria, the employee and the evaluator shall meet to review and/or modify the criteria. The evaluator shall be responsible for making the final decision, although the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standards. The employee's written position shall be permanently attached to any modified criteria.2014]

Evaluation Procedure. These provisions constitute Employees will be evaluated by their building administrator or immediate supervisor on an annual or biennial basis. During the procedures to first four years of employment, Employees will be utilized evaluated on an annual basis. After the fourth full year of employment, employees shall be evaluated on a biennial basis, at a minimum. Should there be concerns with the performance of any employee, the administration may initiate the evaluation process. A probationary employee who was employed on or before September 15 of the school year shall receive a mid-year review during the month of December or January of the probationary year. Certified staff members who work directly with the employee shall provide feedback for the performance review; however, the building administrator(s) remains the primary evaluator. Information regarding the evaluation process, the evaluation tool that will be used, and assessment of certificated employees as set forth who will be participating in the California Education Code (E.C. 44660, et seq.). The intent of the evaluation process shall be to maintain and improve the quality of the instructional program. A. The performance evaluation shall relate to: 1. The progress of students toward the Board's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievement. 2. The job description for the position. 3. The California Standards for the Teaching Profession B. Frequency of performance evaluations: 1. The performance evaluation for probationary employees shall be made at least twice each school year. The first performance evaluation shall be completed before the end of the first semester. The second performance evaluation shall be transmitted to shared with the employee not no later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes place. 2October 1st. The performance evaluation for permanent employees with fewer than ten (10) years shall be made at least once every other year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified may be evaluated once every five (5) years. At the discretion of the district, permanent employees may be evaluated at any time. 3. The post-performance observation conference shall be held, as scheduled by the evaluator within two weeks of the observation unless otherwise agreed upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss the performance and measurement criteria to be utilized Teachers partnering in the evaluation of the employee's performance. The performance and measurement criteria utilized in determining the level of employee performance process shall be in conformity work directly with the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed of the identity of the evaluator no later than five (5) days prior to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the evaluator and the employee shall discuss the following: a. The job description as adopted by the Board after consultation with the Association. These are to be made available by the district on the Internet. b. The Board-adopted standards for pupil achievement. These are to be c. Any written performance improvement requirements as determined by the evaluator. d. The performance evaluation form. 2. Teachers assigned to two or more schools and the same subject area shall be assigned a home school and one evaluator from that school. The administrators at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee of the basis for his/her evaluation including criteria, the evaluation form, the employee's job description. a. The employee and the evaluator shall make a good faith attempt to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree on the performance and measurement criteria by which the employee is to be evaluated, the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the criteria. b. After giving consideration to the constraints identified by the employee, the evaluator shall make the final decision on the employee's performance and measurement criteria for the school year and shall submit it to the employee, in writing, prior to the first formal observation. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-d, above. 6. If, instructional assistant during the course of the year. For the evaluation periodof instructional assistants, circumstances arise whichcertified staff will provide input during the evaluation process, partnering with the administrator to provide meaningful feedback to the instructional assistant. Information regarding the responsibilities for evaluation of instructional assistants will be provided to the certified staff no later than October 1st. Certified staff members partnering in the judgment evaluation process shall be listed on the evaluation form, however, the building administrator(s) remains the primary evaluator and will sign the written evaluation document accordingly. Written evaluations will be provided on the appropriate document for each job classification and will be completed prior to May 15th. The evaluation will be discussed with the Employee, and the written report will become a part of the evaluator or evaluatee, invalidate the established performance and measurement criteria, the employee and the evaluator shall meet to review and/or modify the criteriaEmployee's personnel file. The final evaluation conference shall not be the first time that an Employee learns about any areas of concern that could yield a rating of “needs improvement” or “unsatisfactory.” If a primary evaluator believes that the Employee is performing below an acceptable level, a meeting shall be responsible held to discuss the concerns and steps for making improvement. After this meeting has occurred, if a primary evaluator believes the final decisionEmployee continues to perform below an acceptable level the concerns shall be identified through the evaluation document, although along with the employee reason(s) and any suggestions a supervisor may specify have for improvement or remediation. For an Employee who receives an “unsatisfactory” rating on his/her position in writingevaluation, including the identification administrator shall schedule a follow-up meeting to discuss progress toward improvement within the first trimester of constraints which the employee believes inhibit his/her ability to meet the modified performance standards. The employee's written position shall be permanently attached to any modified criterianext school year.

Evaluation Procedure. These provisions constitute A. All ancillary teachers not covered by the procedures to be utilized for the performance evaluation and assessment of certificated employees as set forth in the California Education Code (E.C. 44660, et seq.). The intent of the evaluation process teacher tenure act shall be to maintain and improve the quality of the instructional program. A. The performance evaluation shall relate to: 1. The progress of students toward the Board's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievement. 2. The job description for the position. 3. The California Standards for the Teaching Profession B. Frequency of performance evaluations: 1. The performance evaluation for probationary employees shall be made at least twice each school year. The first performance evaluation shall be completed before the end of the first semester. The second performance evaluation shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes place. 2. The performance evaluation for permanent employees with fewer than ten (10) years shall be made evaluated at least once every other year and school year. Primary evaluators shall be transmitted identified to the employee not later than thirty (30ancillary teaching staff by October 1. Other evaluators and observers shall be identified prior to their observation. In absence of a written evaluation during a school year, the teacher's performance is assumed to be acceptable. An ancillary teacher whose overall performance rating is “minimally effective” or “ineffective” may request to be observed by another administrator during the course of his/her next evaluation. However, upon such request, the District within its sole discretion shall have the exclusive right to designate the administrator(s) days before the last school day scheduled on the negotiated school calendar adopted who will conduct such observation(s). Further, any such requests must be made by the Board for teacher in writing to the school year in which Superintendent or designee to the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified may be evaluated once every five (5) years. At the discretion start of the district, permanent employees may be evaluated at any timesubsequent school year. 3. B. The post-performance observation conference shall evaluations are to be held, as scheduled in written form and signed by the evaluator within two weeks and teacher. For the purpose of this provision, electronic forms and signatures shall be acceptable. One copy is to be given to the observation unless otherwise agreed upon teacher. The Superintendent's copy will not be transmitted by both partiesthe evaluator until after the evaluation conference, at which time the teacher receives the written evaluation. C. Pre-observation conference procedures:All teachers shall be given a copy of the Xxxx Educator Appraisal Model (TEAM) upon request. Additionally, all new teachers will be provided with a copy of the TEAM. 1D. If the principal suspects or has reason to believe that there will be a marked adverse change from the previous evaluation of the teacher, this fact is to be brought to the teacher's attention in writing in order that the teacher will have reasonable time within which to attempt to correct the situation. E. Written explanation shall be given for a rating of “minimally effective or ineffective” in any domain of the evaluation. Evaluation will concentrate When domain ratings less than "effective or highly effective” are given, recommendations to improve shall be listed on the evaluation, with sources of assistance included. When a teacher’s overall performance rating is “minimally effective or ineffective” in three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss the performance and measurement criteria to be utilized in the evaluation or more domains of the employee's performance. The performance and measurement criteria utilized in determining the level of employee performance evaluation, an Individual Development Plan (IDP) shall be in conformity with the employee's job description. If developed by the evaluator is other than the chief site administrator, the evaluatee shall be informed of the identity of the evaluator no later than five (5) days prior to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the evaluator and the employee shall discuss the following: a. The job description as adopted by the Board after in consultation with the Association. These are teacher. F. An Individual Development Plan is a document recommending courses of action to be made available by taken when an evaluator determines it necessary or when a teacher’s overall performance rating is “minimally effective or ineffective” or a teacher’s performance has been rated as “minimally effective or ineffective” in three or more domains of the district evaluation. Completion of recommended courses of action shall demonstrate intent to improve but may not be construed to mean that the teacher has successfully remedied the unacceptable performance. Teachers placed on an IDP shall meet with the Internetadministrator writing the plan before said plan is implemented. b. The BoardX. Xxxxxx observations of a teacher's work in the classroom shall take place for a minimum of twenty-adopted standards for pupil achievement. These are to be c. Any written performance improvement requirements as determined by the evaluator. d. The performance evaluation form. 2. Teachers assigned to two or more schools and the same subject area shall be assigned five (25) minutes during a home school and one evaluator from that schoolregularly scheduled class period. The administrators at the other assigned school(s) teacher may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school request and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee of the basis for his/her evaluation including criteria, the evaluation form, the employee's job description. a. The employee and the evaluator shall make a good faith attempt to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree on the performance and measurement criteria by which the employee is to be evaluated, the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the criteria. b. After giving consideration to the constraints identified by the employee, the evaluator shall make the final decision on the employee's performance and measurement criteria for the school year and shall submit it to the employee, in writing, prior to the first have an additional formal observation. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-d, above. 6. If, during the course of the evaluation period, circumstances arise which, in the judgment of the evaluator or evaluatee, invalidate the established performance and measurement criteria, the employee and the evaluator shall meet to review and/or modify the criteria. The evaluator shall be responsible for making the final decision, although the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standards. The employee's written position shall be permanently attached to any modified criteria.

Evaluation Procedure. These provisions constitute the procedures to be utilized for the performance evaluation and assessment of certificated employees as set forth in the California Education Code (E.C. 44660, et seq.). The intent of the evaluation process shall be to maintain and improve the quality of the instructional program. A. The performance evaluation District shall relate evaluate and assess certificated employee’s competency as it reasonably relates to: 1. The progress of students toward instructional techniques and strategies used by the Board's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievementemployee. 2. The employee’s adherence to curricular objectives. 3. The employee’s individual performance objectives. 4. The establishment and maintenance of a suitable learning environment within the scope of the employee’s responsibility. 5. The job description for the position. 36. The California Standards performance of those noninstructional duties and responsibilities, including supervisory and advisory duties, as may be prescribed by the Board. 7. Any other areas prescribed by current law. B. The unit member and evaluator will attempt to mutually agree on evaluation goals and objectives for the Teaching Profession B. Frequency of performance evaluations:school year prior to November 1. If the parties are unable to reach agreement, individual growth goal(s) will be listed on the District goals form with a notation "this goal established by employee" or "this goal established by evaluator." 1. The performance evaluation for probationary employees shall be made at least twice each school year. The first performance evaluation shall be completed before the end of the first semester. The second performance evaluation shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes place. 2. The performance evaluation for permanent employees with fewer than ten (10) years shall be made at least once every other year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified may be evaluated once every five (5) years. At the discretion of the district, permanent employees may be evaluated at any time. 3. The post-performance observation conference shall be held, as scheduled by the evaluator within two weeks of the observation unless otherwise agreed upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss the performance and measurement criteria to be utilized in the evaluation of the employee's performance. The performance and measurement criteria utilized in determining the level of employee performance shall be in conformity with the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed of the identity of the evaluator no later than five (5) days prior to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the evaluator and the employee shall discuss the following: a. The job description as adopted by the Board after consultation with the Association. These are to be made available by the district on the Internet. b. The Board-adopted standards for pupil achievement. These are to be c. Any written performance improvement requirements as determined by the evaluator. d. The performance evaluation form. 2. Teachers assigned to two or more schools and the same subject area shall be assigned a home school and one evaluator from that school. The administrators at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee of the basis for his/her evaluation including criteria, the evaluation form, the employee's job description. a. The employee and the evaluator shall make a good faith attempt to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree on the performance and measurement criteria by which the employee is to be evaluated, the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the criteria. b. After giving consideration to the constraints identified by the employee, the evaluator shall make the final decision on the employee's performance and measurement criteria for the school year and shall submit it to the employee, in writing, prior to the first formal observation. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-destablished goals, abovethe job description, standards for pupil achievement, special written objectives or requirements, and the performance evaluation form and guidelines. 62. IfIn the event that mitigating circumstances arise which require a redefinition of goals and objectives, during the course evaluator and unit member shall meet and discuss the circumstances. If mutual agreement is not achieved, the provisions of Paragraph B of this Article will apply. C. Probationary unit members shall be evaluated at least twice each year, the first evaluation occurring not later than December 15 and the second not later than 60 calendar days prior to the end of the school year. Permanent teachers shall be evaluated at least once every two years, not later than 30 calendar days prior to the end of the school year. D. Each evaluation shall include at least one classroom observation lasting not less than 30 minutes, or one complete lesson, whichever is longer, to be conducted at a mutually agreed upon time. Additional observations may be made at any time by any management employee. Any classroom observation which is included as part of this evaluation process shall be followed by a conference between the unit member and the observer and a written report of the observation following the conference. Upon request of either party a post observation conference shall be held within 10 days of the observation. E. Preparation of the written evaluation shall be followed by a conference at which time the evaluation will be discussed. It is the intention of both parties that information contained in the written evaluation be discussed with and/or put in writing to the unit member prior to inclusion in the written evaluation. It is also the intention of both parties that unit members be notified as soon as possible regarding concerns about their performance. A copy of the final written evaluation document shall be provided to the unit member, who shall sign and date the original copy. The unit member may attach a written response to the original document within 10 days, to provide an opportunity to have it considered prior to placement in the personnel file. Following placement of the evaluation period, circumstances arise which, in the judgment personnel file the employee may attach a rebuttal at a later time. Both documents will become part of the evaluator personnel file. F. Unit members who have been notified that they may receive a rating of unsatisfactory in two or evaluateemore areas within the summary evaluation categories, invalidate or on one or more summary categories, will be offered the established opportunity (voluntary) to receive assis tance from other unit members as outlined below. The purpose of this assistance is to provide suggestions, help, feedback and resources to assist the unit member receiving the notification. The colleague assistance plan will be operational for a maximum of 15 school days from its formulation. Assistance given from one unit member to another is not part of the evaluation procedure and unit members providing assistance will not be involved as witnesses or participants in any disciplinary or dismissal action regarding the unit member. Colleague assistance may be requested from the following: District resource teachers; Mentor teachers; Grade level chairs, department chairs and instructional coordinators; Other unit members who have knowledge of the grade level and/or subject area involved as well as expertise in instructional strategies, classroom learning environment and peer assistance. Service as a colleague assistant will be voluntary. The District will provide up to three release days for the assistance plan. The colleague assistance plan will be managed by the unit members involved and does not involve the evaluator, unless by request of the unit member. Implementation of the evaluation procedure and/or other personnel actions taken by the District are not dependent on the assistance plan. Employees receiving an unsatisfactory performance rating in the area of teaching methods or instruction may be required to participate in a program determined by the District to improve appropriate areas of the employee's performance and to further pupil achievement and the instructional objectives of the District. G. When the evaluator determines that an area is unsatisfactory, the evaluator will indicate in writing: specific area(s) where improvement is needed, suggestions for improvement, additional resources that will be made available to assist with improvement (if applicable), techniques for measurement criteriaof improvement, and time schedule for monitoring progress. The evaluation form will include an overall rating to indicate satisfactory or unsatisfactory performance. If an unsatisfactory rating is indicated, an assistance plan will be written and in place for a school year. For appeal of an overall unsatisfactory rating the process of non-binding/advisory mediation will be used. H. Evaluations shall be based on observation and knowledge gained through appropriate investigation, and not upon unsubstantiated charges. In addition, no evaluation shall be based upon derogatory materials in the employee's personnel file unless the employee has been previously given prior notice and the opportunity to review, comment upon, and submit a written response for attachment. If the employee disagrees with the performance evaluation, they have the right to submit a written response and have the comments attached. If it is determined that it is necessary for further evaluation based upon an assistance plan, after the on-cycle year evaluation, observations and evaluation will be implemented and monitored through the next year based on the assistance plan. Department Chairpersons and Instructional Coordinators may be assigned to participate in assistance plans, at the request of the unit member. I. The performance evaluation should generally be a positive experience for both the employee and the evaluator shall meet to review and/or modify the criteriaevaluator. The evaluator shall strong points of the employee's performance should be responsible for making the final decisionidentified so that appropriate acknowledgment is made where warranted and assistance can be provided when needed. Typically, although areas where improvement is needed should be identified and discussed with the employee may specify his/her position in writing, including prior to the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standardsevaluation. The performance evaluation should be a summation of the employee's written position total performance. J. No formal observations or evaluations will be conducted with summer school teachers. However, informal observations may be conducted at any time, and the District reserves the right to record and file disciplinary memorandums in personnel records. Summer school teachers are employed at the will of the District and may be released by the District at will. K. No formal observations or evaluations will be conducted with unit members receiving extra-duty stipends except for those listed in paragraph L. below. However, informal observations may be conducted at any time, and the District reserves the right to record and file disciplinary memorandums in personnel records. Unit members receiving extra-duty stipends, except for department chairpersons, are employed at the will of the District and may be released by the District at will. Department chairpersons may only be released due to the completion of their elected term or through the procedure in Article 3. L. For staff members receiving extra-duty stipends serving extra duty in the areas of Activities Director, Athletic Director, Project Director, Yearbook, Drama, Instrumental Music, Vocal Music, Agriculture/FFA, Librarian, Journalism, District Resource Teacher, and Department Chairpersons, the performance evaluation shall also address the fulfillment of the job description requirements for that extra-duty assignment. M. The District shall determine the forms used for evaluation and assessment of the job performance of each employee. Changes in the forms used for evaluation may be permanently attached made at the discretion of the District, after consultation with the Exclusive Representative. N. Grievances may be filed only over claims that the specific procedures of this Article have been violated. The contents of an evaluation are not subject to any modified criteriathe grievance procedure.

Evaluation Procedure. These provisions constitute 1. It is recognized that a system of periodic evaluation is essential to assist teachers in developing competency and realizing their potential. It is further recognized that information gathered through such a system will enable the procedures Board of Education decisions, for which a unit member's competence is relevant, to be utilized made in a just and equitable manner. 2. As per CA Ed Code Section 44664, probationary and temporary unit members shall be evaluated each school year. Permanent (tenured) unit members shall be evaluated every other school year. Upon receiving a less than "Proficient" Summative Evaluation, the unit member's evaluation cycle shall begin the following school year. 3. As per CA Ed Code Section 44664, permanent unit members shall be evaluated at least every five years for personnel with permanent status who have been employed at least 10 years with the performance evaluation and assessment school district, are highly qualified, if those personnel occupy positions that are required to be filled by a highly qualified professional by the federal No Child Left Behind Act of certificated employees as set forth in the California Education Code 2001 (E.C. 4466020 U.S.C. SEC. 6301, et seq.), as defined in 20 U.S.C. SEC. 7801, and whose previous evaluation rated the employee as meeting or exceeding standards, if the evaluator and certificated employee being evaluated agree. The intent of certificated employee or the evaluation process shall be to maintain and improve the quality of the instructional program. A. The performance evaluation shall relate to: 1. The progress of students toward the Board's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievement. 2. The job description for the position. 3. The California Standards for the Teaching Profession B. Frequency of performance evaluations: 1. The performance evaluation for probationary employees shall be made at least twice each school year. The first performance evaluation shall be completed before the end of the first semester. The second performance evaluation shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes place. 2. The performance evaluation for permanent employees with fewer than ten (10) years shall be made at least once every other year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified evaluator may be evaluated once every five (5) years. At the discretion of the district, permanent employees may be evaluated withdraw consent at any time. 34. The post-performance observation conference If a unit member is scheduled to be evaluated during a particular school year, but is granted a leave of absence for one (1) semester or longer, such evaluation shall take place during the first year of return to duty. 5. Unit members to be evaluated during a particular year shall be held, as scheduled by the evaluator within two weeks furnished a copy of the observation unless otherwise agreed evaluation procedures, advised of the criteria upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss which the performance and measurement criteria evaluation is to be utilized in the evaluation of the employee's performance. The performance based, and measurement criteria utilized in determining the level of employee performance shall be in conformity with the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed notified of the identity of the their evaluator no later than five (5) days prior October 15th of the year in which the evaluation is to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employeestake place. 6. The conference shall be scheduled by the evaluator. During this conference, unit member being evaluated and the evaluator and shall meet no later than October 15th of the employee shall evaluation year to discuss the following: a. The job description as adopted by the Board after consultation with the Association. These are Objectives and standards to be made available by achieved during the district on evaluation period to reflect the Internet.CSTP (CA Standards For The Teaching Profession) b. The Board-adopted standards for pupil achievement. These are to beA schedule of observations, conferences, and final evaluation date c. Any written performance improvement requirements as determined by In the evaluator.event of a disagreement over the objectives, standards, and/or evaluation schedule, the unit member and the evaluator shall: d. The performance evaluation form1. Make a good faith effort to resolve the differences themselves. 2. Teachers assigned If the disagreement persists, the parties may invite a third party (District designee from Superintendent's Cabinet Assistant/Directors) to two or more schools and assist in resolving the same subject area shall be assigned a home school and one evaluator from that schooldifferences. The administrators at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee of the basis for his/her evaluation including criteria, the evaluation form, the employee's job description. a. The employee and the evaluator shall make a good faith attempt to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree on the performance and measurement criteria by which the employee is to be evaluated, the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the criteria. b. After giving consideration to the constraints identified by the employee, the evaluator third party shall make the final decision on to resolve the employee's performance differences. 7. The formal evaluation procedure shall be as follows: a. A goal setting conference shall be held prior to October 15 b. Formal observations shall last at least 30 minutes c. Formal observations to be completed by November 15th for Temporary and measurement criteria Probationary; March 1st for tenured. d. Summative evaluations to be completed by February 1st for Temporary and Probationary. e. The formal observation lesson plan shall be discussed at a pre-observation conference meeting between the school year unit member and shall submit it to the employee, in writing, evaluator at least two (2) days prior to the first formal observation. 5. The evaluator and employee formal observation shall sign be followed by a document indicating that they have reviewed and discussed the items listed in 1. apost-d, above. 6. If, during the course observation conference meeting with written feedback within five (5) working days of the evaluation period, circumstances arise which, observation f. The formal observation shall be one (1) in number g. In the judgment case of the evaluator or evaluatee, invalidate the established performance and measurement criteriaan "Unsatisfactory" formal observation, the employee and the evaluator shall meet to review and/or modify the criteria. The evaluator formal observations shall be responsible for making the final decisiontwo (2) in number h. An "Unsatisfactory" rating in a Standard is a result of receiving a majority of " Unsatisfactory" elements in any CSTP Standard i. Unit members receiving "Unsatisfactory" ratings in two (2) or more Standards, although the employee may specify his/her position in writing1 through 6, including the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standards. The employee's written position shall be permanently attached to any modified criteria.receive an overall

Evaluation Procedure. These 8.1.1 Employee evaluation shall be performed in accordance with the provisions constitute the procedures to be utilized for the performance evaluation and assessment of certificated employees as set forth in the California Education Code (E.C. 44660, Section 44660 et seq.). The intent of , and the ACOE evaluation process shall be to maintain and improve the quality of the instructional program. A. The performance evaluation shall relate to: 1. The progress of students toward the Board's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievement. 2. The job description for the position. 3procedure. The California Standards for the Teaching ProfessionProfession numbers I through V are included by reference.  Standard for Engaging and Supporting All Students in Learning  Standard for Creating and Maintaining Effective Environments  Standard for Understanding and Organizing Subject Matter  Standard for Planning Instruction and Designing Learning Experiences  Standard for Assessing Student Learning B. Frequency 8.1.2 Evaluation of employees shall include, but shall not be limited to, consideration of (a) progress of pupils toward the standards established by the Board; (b) instructional techniques and strategies; (c) adherence to curricular objectives; (d) establishment and maintenance of a suitable learning environment; and (e) performance of other duties normally required as part of their regular assignments. 8.1.3 All evaluations of performance evaluations: 1shall be done within the context of the program(s) and special assignment(s) for which the employee is responsible. The performance evaluation for probationary employees shall be made at least twice each school year. The first performance evaluation shall be completed before based on classroom or work-area visits, formal conferences, personal observation, and other applicable data. Any evaluation of employee performance shall not include the end use of publisher’s norms established as a result of standardized tests. Anonymous verbal complaints shall not be used in the evaluation of a unit member. 8.1.4 The ACOE Superintendent may delegate the responsibility for school site evaluation to the immediate supervisor of the first semesteremployee. The Director of Special Education is the immediate supervisor for SDC-SH and DIS employees. The ACOE Superintendent has the discretion to appoint an Administrative Designee to supervise DIS and SDC-SH staff. 8.1.5 The Director of Special Education shall review all initial evaluations completed by immediate supervisors. Either the employee or the Director can request a second performance observation / evaluation shall by the Director which will be transmitted completed no later than 30 days prior to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes placeof school. 2. The performance evaluation for permanent 8.1.6 Temporary employees with fewer than ten (10) years shall be made at least once every other year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified may be evaluated once every five (5) annually. Probationary employees will be evaluated annually during their probationary years. At the discretion of the district, permanent Permanent employees may be evaluated at least every other year. Teachers who meet the standards of Education Code Section 44664(a) (3) will be evaluated on a five year cycle. The Education Code provides: “At least every five years for personnel with permanent status who have been employed at least 10 years with the ACOE, are highly qualified, if those personnel occupy positions that are required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Sec. 6301, et seq.), as defined in 20 U.S.C. Sec. 7801, and whose previous evaluation rated the employee as meeting or exceeding standards, if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. 3. The post-performance observation conference shall be held” Additional evaluations of temporary, as scheduled by the evaluator within two weeks of the observation unless otherwise agreed upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards probationary, or permanent employees may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss the performance and measurement criteria to be utilized in the evaluation of the employee's performance. The performance and measurement criteria utilized in determining the level of employee performance shall be in conformity with the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed of the identity of the evaluator no later than five (5) days prior to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the evaluator and the employee shall discuss the following: a. The job description as adopted by the Board after consultation with the Association. These are to be made available by the district on the Internet. b. The Board-adopted standards for pupil achievement. These are to be c. Any written performance improvement requirements as determined if deemed necessary by the evaluator. d. The performance evaluation form. 2. Teachers assigned to two 8.1.7 All official evaluations shall be in writing on a form or more schools forms approved by the ACOE and the same subject area Association as provided in Exhibit C. Each evaluation will include three of the five standards selected by mutual agreement. In the event that the teacher and evaluator are unable to agree on the standards, the teacher will select two standards and the evaluator will select a third. If employee weaknesses are noted, specific recommendations for improvement shall be assigned a home school and one evaluator from that school. The administrators at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee of the basis for his/her evaluation including criteria, made in writing on the evaluation form, the employee's job description. Recognition of exemplary performance is encouraged. a. The employee and the evaluator 8.1.8 Two (2) copies of each evaluation shall make a good faith attempt to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree on the performance and measurement criteria be signed by which the employee is to be evaluated, the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the criteria. b. After giving consideration to the constraints identified by the employee, the evaluator shall make the final decision on the employee's performance and measurement criteria for the school year and shall submit it to the employee, in writing, prior to the first formal observation. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-d, above. 6. If, during the course of the evaluation period, circumstances arise which, in the judgment of the evaluator or evaluatee, invalidate the established performance and measurement criteria, the employee and the evaluator evaluator. Signing the evaluation form does not indicate concurrence, only that the employee has seen the evaluation and that it has been discussed. One (1) copy shall meet be given to review and/or modify the criteriaemployee and one (1) forwarded to the ACOE for retention in the employee’s personnel file. The evaluator employee may attach any comments that are felt to be pertinent to the specific evaluation within ten (10) working days. 8.1.9 Serious or recurring complaints concerning an employee shall be responsible for making the final decision, although submitted to the employee may specify in writing by his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standards. The employee's written position shall be permanently attached to any modified criteriaSchool Principal.

Evaluation Procedure. These provisions constitute 18.1 Every probationary certificated employee shall be evaluated by the procedures administration in writing at least once each school year. 18.2 Every permanent certificated employee shall be evaluated by the administration in writing at least every other year. 18.2.1 Certificated employees with permanent status who have been employed at least 10 years with the school district, are highly qualified, as defined in 20 J.C.S. Sec. 7801(ESEA), and whose previous evaluation rated the employee as meeting or exceeding standards, shall be evaluated every five years if the certificated employee and evaluator consent to this in writing. Should the evaluator withdraw consent, notice shall be provided to the certificated employee in writing by January 15th. 18.3 The evaluator and the certificated employee shall meet and discuss the elements upon which evaluation is to be utilized for based. These elements shall be constrained by anomalies such as class size, intellectual abilities of the performance evaluation learners, availability of support personnel, the learning environment provided, and assessment of certificated employees as set forth other pertinent factors. This meeting can be individually, in grade level or other groups and/or at a teachers’ meeting. 18.4 During the California Education Code (E.C. 44660, et seq.). The intent course of the evaluation process period, mitigating circumstances may arise which require modification of the evaluation parameters. The necessity for review of the evaluation criteria may be determined by the employee being evaluated and the evaluator. 18.5 Each evaluation shall be based upon at least one observation, lasting either 45 minutes or one full period, whichever is longer. At least two observations shall take place prior to maintain and improve any negative comments or judgments being included in the quality of the instructional program. A. The performance evaluation shall relate to: 1summary evaluation. The progress of students toward the Board's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievement. 2. The job description for the position. 3. The California Standards for the Teaching Profession B. Frequency of performance evaluations: 1. The performance evaluation for probationary employees shall be made at least twice each school year. The first performance final evaluation shall be completed before the end of the first semester. The second performance evaluation shall be transmitted to the employee not no later than thirty (30) days before the last end of the school day scheduled on the negotiated school calendar year. 18.6 Any certificated employee who receives a negative evaluation shall, upon request, be entitled to a subsequent observation, conferences and adopted by the Board written evaluation, as prescribed above. 18.7 The certificated employee's evaluator shall take affirmative action to correct any cited deficiencies. Such action shall include specific recommendations for improvement, direct assistance in implementing such recommendations, and adequate release time for the school year in which the performance evaluation takes placecertificated employee to visit and observe other similar classes and/or schools. 2. The performance evaluation for permanent employees with fewer than ten (10) years 18.8 No certificated employee shall be made at least once every other year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board held accountable for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified may be evaluated once every five (5) years. At the discretion any aspect of the district, permanent employees may be evaluated at any timeeducational program over which he/she has no authority or ability to correct deficiencies. 3. 18.9 The post-performance observation conference shall be held, as scheduled by the evaluator within two weeks of the observation unless otherwise agreed upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss the performance and measurement criteria to be utilized in the evaluation of the employee's performance. The performance and measurement criteria utilized in determining the level of employee performance shall be in conformity with the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed of the identity of the evaluator no later than five (5) days prior to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the evaluator and the employee shall discuss the following: a. The job description as adopted by the Board after consultation with the Association. These are to be made available by the district on the Internet. b. The Board-adopted standards for pupil achievement. These are to be c. Any written performance improvement requirements as determined by the evaluator. d. The performance evaluation form. 2. Teachers assigned to two or more schools and the same subject area shall be assigned a home school and one evaluator from that school. The administrators at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee of the basis for not base his/her evaluation including criteria, of a certificated employee on any information which was not collected through the evaluation form, the direct observation of such employee's job description. a. The employee and the evaluator shall make a good faith attempt to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree on the performance and measurement criteria by which the employee is to be evaluated, the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the criteria. b. After giving consideration to the constraints identified by the employee, the evaluator shall make the final decision on the employee's performance and measurement criteria for the school year and shall submit it to the employee, in writing, prior to the first formal observation. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-d, above. 6. If, during the course of the evaluation period, circumstances arise which, in the judgment of the evaluator or evaluatee, invalidate the established performance and measurement criteria, the employee and the evaluator shall meet to review and/or modify the criteria. The evaluator Hearsay statements shall be responsible for making excluded from the final decision, although the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standards. The employee's formal written position shall be permanently attached to any modified criteriaevaluations.

Evaluation Procedure. These provisions constitute A. Unit members who are employed at least 75% of the procedures to days that school is in session shall be utilized for the performance evaluation and assessment of certificated employees as set forth evaluated. Unit members employed late in the California Education Code (E.C. 44660, et seq.). The intent of the evaluation process school year shall be evaluated according to maintain the provisions in this article with necessary adjustments to schedule and improve the quality of the instructional programobservations. A. The performance evaluation shall relate to: 1. The progress of students toward the Board's established standards of expected pupil achievement. a. The evaluation Probationary unit members shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievementbe evaluated each year. 2. The job description for the positionPermanent unit members who have received a satisfactory evaluation and have not been reassigned to a different program shall be evaluated every other year. 3. The California Standards for Permanent unit members who have received a satisfactory evaluation and have been reassigned to a different program shall be evaluated the Teaching Professionfirst year of the new assignment. B. Frequency of performance evaluations: 14. Permanent unit members who have been employed at least 10 years with the HCOE, are highly qualified as defined in 20 U.C.S. Sec. 7801 (ESEA), and whose previous evaluation rated the employee as meeting or exceeding standards, shall be formally evaluated every five years if the unit member and the Employer consent to this schedule. The performance evaluation for probationary employees shall be made certificated employee or the Employer may withdraw consent at least twice each school year. The first performance evaluation shall be completed before the end of the first semester. The second performance evaluation shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes placeany time. 2. The performance evaluation for permanent employees with fewer than ten (10) years shall be made at least once every other year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place5. Permanent employees receiving unit members who have received an unsatisfactory evaluation shall be annually evaluated as a minimum each year until the employee achieves unit member receives a positive satisfactory evaluation or is separated from no longer employed as a unit member by the Districtemployer. As per Education Code 44664 (a)(3), permanent unit Unit members with ten (10) or more years who have qualified may received an unsatisfactory evaluation shall also be evaluated once every five (5) years. At referred to the discretion CMA Program and follow the established procedures and guidelines regarding unsatisfactory evaluations. B. Unit members shall be furnished a copy of the districtevaluation procedures, permanent employees may be evaluated at any time. 3. The post-performance observation conference shall be held, as scheduled by the evaluator within two weeks advised of the observation unless otherwise agreed criteria upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss which the performance and measurement criteria evaluation is to be utilized in the evaluation of the employee's performance. The performance based, and measurement criteria utilized in determining the level of employee performance shall be in conformity with the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed notified of the identity of the their evaluator no later than five (5) days prior October 1 of the year in which the evaluation is to the first formal observation. Evaluations take place. C. The evaluator shall be conducted by non-the lowest level administrator who supervises the unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the evaluator member and the employee shall discuss the following: a. The job description as adopted by the Board after consultation with the Association. These are to be made available by the district on the Internetwho occupies an administrative position that requires an administrative services credential. b. D. The Board-adopted standards for pupil achievement. These are to be c. Any written performance improvement requirements as determined by the evaluator. d. The performance evaluation form. 2. Teachers assigned to two or more schools and the same subject area shall be assigned a home school and one evaluator from that school. The administrators at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee of the basis for his/her evaluation including criteria, the evaluation form, the employee's job description. a. The employee and the evaluator shall make a good faith attempt to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree on the performance and measurement criteria by which the employee is to be evaluated, the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the criteria. b. After giving consideration to the constraints identified by the employee, the evaluator shall make the final decision on the employee's performance and measurement criteria for the school year and shall submit it to the employee, in writing, prior to the first formal observation. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-d, above. 6. If, during the course of the evaluation period, circumstances arise which, in the judgment of the evaluator or evaluatee, invalidate the established performance and measurement criteria, the employee unit member being evaluated and the evaluator shall meet no later than November 1 to review and/or modify discuss: 1. Objectives and standards to be achieved during the criteria. The evaluator shall be responsible for making the final decision, although the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standards. The employee's written position shall be permanently attached to any modified criteriaevaluation period.

Evaluation Procedure. These provisions constitute the procedures to be utilized for the performance evaluation and assessment of 13.2.1 Every probationary certificated employees as set forth in the California Education Code (E.C. 44660, et seq.). The intent of the evaluation process employee shall be to maintain and improve evaluated by the quality of the instructional program. A. The performance evaluation shall relate to: 1. The progress of students toward the Board's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievement. 2. The job description for the position. 3. The California Standards for the Teaching Profession B. Frequency of performance evaluations: 1. The performance evaluation for probationary employees shall be made administration in writing at least twice each school year. , no later than the end of January and 30 days before the last day of school, respectively. 13.2.1.1 The requirement of two evaluations may be waived under the following conditions: 13.2.1.1.1 When the level of performance of a first performance year probationary employee is such that the District recommends the termination of or the non-reelection on the first evaluation and said employment will be affected within sixty (60) calendar days following the first evaluation or it becomes necessary to remove that teacher from his/her assignment prior to the completion of the second evaluation; or 13.2.1.1.2 When, due to a long-term absence, the employee cannot be evaluated more than once prior to the appropriate deadline for the evaluation. 13.2.1.2 If a classroom unit member is employed after December 1, only one evaluation will be required by the end of February of the following semester. 13.2.1.3 The final written evaluation and conference for probationary classroom unit members (other than third year employees) who are being re-employed shall be completed by April 30 of each year. 13.2.2 Every permanent certificated employee shall be evaluated by the administration in writing every other year, no later than 30 days before the last day of school of the year in which the evaluation takes place. 13.2.2.1 A permanent employee may be evaluated every five years once they have been employed at least 10 years with the school district, are highly qualified, as defined in 20 U.S.C. Sec. 7801, and whose previous evaluation rated the employee as meeting or exceeding standards, if the evaluator and certificated employee agree. The certificated employee or the evaluator may withdraw consent at any time. 13.2.3 No later than the end of the first semesterseventh school week of the year in which the evaluation is to take place, the evaluator and the certificated employee shall meet and discuss the elements upon which the evaluation is to be based. This shall include, but not be limited to, the following: 13.2.3.1 Expected standards of student progress developed by the employee and approved by the prime evaluator including California Teaching Standards: assessing student learning; and planning instruction and designing learning experiences for all students. 13.2.3.2 Maintenance of pupil control including the California Teaching Standard: creating and maintaining effective environments for student learning. 13.2.3.3 Maintenance of suitable learning environment: including the California Teaching Standards: engaging and supporting all students in learning; and understanding and organizing subject matter for student learning. 13.2.3.4 The second performance requirements of any state law pertaining to the duties and responsibilities of teachers. 13.2.3.5 Goals and objectives. 13.2.3.6 The California Teaching Standard: developing as a professional educator. 13.2.4 Each evaluation shall be transmitted based upon at least two observations, lasting 30 minutes or longer, and shall be followed by a formal evaluation conference in which the evaluator and the certificated employee shall review the observations and what is to be incorporated into the written evaluation. Evaluation and assessment shall be reduced to writing and a meeting shall be held between the certificated employee and the evaluator to discuss the evaluation not later than thirty (30) 30 days before the last school day scheduled on the negotiated school calendar and adopted by the Board governing board for the school year in which the performance evaluation takes place. If weaknesses are noted, specific recommendations for improvement shall be made in writing. When performance is outstanding, commendations shall be included in written evaluation. 2. 13.2.4.1 A certificated employee shall have the right to initiate a written objection to the official evaluation, which shall become a permanent part of his/her personnel file. 13.2.4.2 The performance evaluation for permanent employees with fewer than will not be filed until ten (10) years days after the employee is given notice and the opportunity to review and comment thereon. 13.2.5 The evaluation form shall be made at least once every other year completed in duplicate. 13.2.6 Any certificated employee who receives a negative evaluation shall, upon request by either party, be entitled to a subsequent observation, conference and written evaluation. Such entitlement shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance continue after each written evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive problems cited in evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified may be evaluated once every five (5) years. At the discretion of the district, permanent employees may be evaluated at any timeare rectified. 3. 13.2.7 The post-performance observation conference shall be held, as scheduled by the evaluator within two weeks of the observation unless otherwise agreed upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss the performance and measurement criteria to be utilized in the evaluation of the employee's performance. The performance and measurement criteria utilized in determining the level of employee performance shall be in conformity with the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed of the identity of the evaluator no later than five (5) days prior to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the member’s evaluator and the employee unit member shall discuss take affirmative steps to correct cited deficiencies. The unit member’s evaluator and the following: a. The job description as adopted by unit member shall agree on a plan of action which shall list specific recommendations for improvement, including direct assistance in implementing the Board after consultation with the Association. These are recommendations, and adequate release time to be made available by the district on the Internetvisit and observe other similar classes in other schools. b. 13.2.8 The Board-adopted standards for pupil achievementevaluator shall not base his evaluation of certificated employees on any information which was not collected through the direct observation of such employee. These are to be c. Any Hearsay statements shall be excluded from written performance improvement requirements as determined by the evaluatorevaluations. d. The performance evaluation form. 2. Teachers assigned to two or more schools and the same subject area shall be assigned a home school and one evaluator from that school. The administrators at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee of the basis for his/her evaluation including criteria, the evaluation form, the employee's job description. a. The employee and the evaluator shall make a good faith attempt to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree on the performance and measurement criteria by which the employee is to be evaluated, the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the criteria. b. After giving consideration to the constraints identified by the employee, the evaluator shall make the final decision on the employee's performance and measurement criteria for the school year and shall submit it to the employee, in writing, prior to the first formal observation. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-d, above. 6. If, during 13.2.9 During the course of the evaluation period, mitigating circumstances may arise which, in the judgment which require modification of the evaluator or evaluatee, invalidate evaluation parameters. The necessity for review of the established performance and measurement criteria, evaluation criteria shall be determined by the employee being evaluated and the evaluator shall meet to review and/or modify the criteria. The evaluator determination of new evaluation elements shall be responsible for making the final decision, although the employee may specify his/her position arrived at in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standards. The employee's written position shall be permanently attached to any modified criteria.accordance with Article

Evaluation Procedure. These A. Unit members who are employed at least 75% of the days that school is in session shall be evaluated. Unit members employed late in the school year shall be evaluated according to the provisions constitute the procedures in this article with necessary adjustments to schedule and observations. 1. Probationary unit members shall be utilized for the performance evaluated each year. 2. Permanent unit members who have received a satisfactory evaluation and assessment have not been reassigned to a different program shall be evaluated every other year. 3. Permanent unit members who have received a satisfactory evaluation and have been reassigned to a different program shall be evaluated the first year of certificated employees the new assignment. 4. Permanent unit members who have been employed at least 10 years with the HCOE, are highly qualified as set forth defined in 20 U.C.S. Sec. 7801 (ESEA), and whose previous evaluation rated the California Education Code (E.C. 44660employee as meeting or exceeding standards, et seq.)shall be formally evaluated every five years if the unit member and the Employer consent to this schedule. The intent certificated employee or the Employer may withdraw consent at any time. 5. Permanent unit members who have received an unsatisfactory evaluation shall be evaluated each year until the unit member receives a satisfactory evaluation or is no longer employed as a unit member by the employer. Unit members who have received an unsatisfactory evaluation shall also be referred to the CMA Program and follow the established procedures and guidelines regarding unsatisfactory evaluations. B. Unit members shall be furnished a copy of the evaluation process procedures, advised of the criteria upon which the evaluation is to be based, and notified of the identity of their evaluator no later than October 1 of the year in which the evaluation is to take place. C. The evaluator shall be to maintain the lowest level administrator who supervises the unit member and improve the quality of the instructional programwho occupies an administrative position that requires an admin- istrative services credential. A. D. The performance unit member being evaluated and the evaluator shall meet no later than November 1 to discuss: 1. Objectives and standards to be achieved during the evaluation period. a. The objectives and standards shall be based upon the unit member’s job description, the criteria provided in part B, above, and shall rea- sonably relate toto the items below: 1. The progress of students toward pupils towards the Board's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms achievement as established by standardized tests.the Board; b. It is recognized that testing programs do not necessarily relate 2. The instructional techniques and strategies used by the unit member; 3. The unit member’s adherence to curricular objectives objectives; 4. The establishment and established standards maintenance of pupil achievementa suitable learning environ- ment, within the scope of the unit member’s responsibilities. 2. The job description for A schedule of observations, conferences and final evaluation date. In the position. 3. The California Standards for event of a disagreement over the Teaching Profession B. Frequency of performance evaluations: 1. The performance objectives, standards and/or evaluation for probationary employees shall be made at least twice each school year. The first performance evaluation shall be completed before the end of the first semester. The second performance evaluation shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes place. 2. The performance evaluation for permanent employees with fewer than ten (10) years shall be made at least once every other year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified may be evaluated once every five (5) years. At the discretion of the district, permanent employees may be evaluated at any time. 3. The post-performance observation conference shall be held, as scheduled by the evaluator within two weeks of the observation unless otherwise agreed upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss the performance and measurement criteria to be utilized in the evaluation of the employee's performance. The performance and measurement criteria utilized in determining the level of employee performance shall be in conformity with the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed of the identity of the evaluator no later than five (5) days prior to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the evaluator and the employee shall discuss the followingschedule: a. The job description as adopted by the Board after consultation with the Association. These are to be made available by the district on the Internet. b. The Board-adopted standards for pupil achievement. These are to be c. Any written performance improvement requirements as determined by the evaluator. d. The performance evaluation form. 2. Teachers assigned to two or more schools and the same subject area shall be assigned a home school and one evaluator from that school. The administrators at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee of the basis for his/her evaluation including criteria, the evaluation form, the employee's job description. a. The employee unit member and the evaluator shall make a good faith attempt effort to reach mutual agreement resolve the differences themselves. b. the unit member shall have the opportunity to state his or her position on the employee's performance matter(s) in dispute, and measurement criteriato have a written statement attached to the evaluation form. To The unit member shall have the extent right to identify any constraints that the evaluator and employee disagree on the performance and measurement criteria by which the employee is to be evaluated, the employee unit member believes may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/his or her ability to meet the criteriaobjectives and standards established. b. After giving consideration to the constraints identified by the employee, the evaluator shall make the final decision on the employee's performance and measurement criteria for the school year and shall submit it to the employee, in writing, prior to the first formal observation. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-d, above. 6. If, during E. During the course of the evaluation period, circumstances arise which, in the judgment may change which require modification of the evaluator or evaluatee, invalidate the established performance original objectives and measurement criteria, the employee and the evaluator shall meet to review and/or modify the criteria. The evaluator shall be responsible for making the final decision, although the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standards. The employee's written position unit member or administrator may initiate a change of these objectives and standards in the manner prescribed in D above. Any modification of the original objectives and standards shall have the mutual agreement of the unit member and administrator. F. The evaluation process shall include the following activities: 1. Observations of the unit member shall last at least thirty (30) minutes; shall ordinarily be two (2) in number, at least one (1) of which shall be permanently attached made known to any modified criteriathe unit member at least two (2) days prior to its occurrence. Observations which may result in a negative evaluation shall be followed by observation conference within five (5) days of the observation. All other observation conferences shall be scheduled at the time of each observation. For unit members employed more than two (2) years and with agreement by both the unit member and the evaluator, the number of observations may be reduced to one (1) in case of obvious satisfactory performance. A unit member who receives a negative evaluation may receive an additional observation, evaluation conference and written evaluation. Such entitlement includes a conference prior to the additional observations. a. Observations may include but not be limited to observing unit members: 1. During classroom instruction.

Evaluation Procedure. These provisions constitute the procedures to be utilized for the performance evaluation A. Every non-permanent and assessment of certificated employees as set forth in the California Education Code (E.C. 44660, et seq.). The intent of the evaluation process Preschool/Headstart Program Teachers shall be to maintain and improve the quality of the instructional program. A. The performance evaluation shall relate to: 1. The progress of students toward the Boardevaluated by such employee's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievement. 2. The job description for the position. 3. The California Standards for the Teaching Profession B. Frequency of performance evaluations: 1. The performance evaluation for probationary employees shall be made evaluator in writing at least twice once each school year. The first performance evaluation shall be completed before year no later than sixty (60) calendar days prior to the end of the employee’s instructional year. (See Article XXV for Continuous School Program [CSP] language). Such employee shall have his/her first semester. The second performance evaluation formal classroom observation prior to Winter Recess. B. Every permanent employee shall be transmitted to the employee not evaluated by such employee's evaluator in writing at least every other year no later than thirty (30) calendar days before prior to the last school day scheduled on end of the negotiated school calendar employee’s instructional year. (See Article XXV for CSP language). Permanent employees remaining in the same general assignment and adopted by the Board for the school year in which the receiving a meets or exceeds standards of performance evaluation takes place. 2one year shall not normally be evaluated in the succeeding year. The performance Such an employee may be scheduled for evaluation for permanent employees with fewer than ten (10based upon justifiable reason(s) years shall be made at least once every other year and shall be transmitted communicated to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until writing. C. By mutual agreement between the employee achieves a positive evaluation or is separated from and the District. As per Education Code 44664 (a)(3)evaluator, permanent unit members with ten (10) or more years who have qualified the employee may be evaluated once every five years (5) years. At if the discretion employee meets all of the district, following criteria: 1. The employee must have obtained permanent employees may be evaluated status as a certificated employee in Riverside Unified School District; 2. The employee must have been employed as a certificated employee in the Riverside Unified School District for at any time.least ten (10) years; 3. The post-performance observation conference shall be held, as scheduled by the evaluator within two weeks of the observation unless otherwise agreed upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected employees most recent evaluation has been rated meets or exceeds standards of performance; 4. All standards may If the employee teaches in a core academic subject area as defined by the No Child Left Behind (NCLB) Act, the employee must be observed and commented on for evaluationidentified as a Highly Qualified Teacher (HQT) in the subjects taught. The evaluator or the employee and may withdraw consent of this agreement prior to the date designated for the identification of the primary evaluator shall meet to discuss the performance and measurement criteria to be utilized in the evaluation of the employee's performance. The performance and measurement criteria utilized Withdrawal of consent in determining accordance with this Article is not subject to the level of employee performance shall be in conformity with grievance process. D. At any time an evaluator believes the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed performance does not meet standards of the identity of the evaluator no later than five (5) days prior to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the evaluator and the employee shall discuss the following: a. The job description as adopted by the Board after consultation with the Association. These are to be made available by the district on the Internet. b. The Board-adopted standards for pupil achievement. These are to be c. Any written performance improvement requirements as determined by the evaluator. d. The performance evaluation form. 2. Teachers assigned to two or more schools and the same subject area shall be assigned a home school and one evaluator from that school. The administrators at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school yearperformance, the evaluator shall inform each notify the employee in writing of such fact, describe the nature of the basis performance, make specific recommendations for his/her evaluation including criteriaimprovement, the evaluation formprovide for classroom observation if applicable, the employee's job description. a. The employee and the evaluator shall make a good faith attempt to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree on the performance and measurement criteria by which the employee is to be evaluated, the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the criteria. b. After giving consideration to the constraints identified by the employee, the evaluator shall make the final decision on the employee's performance and measurement criteria allow sufficient time for the school year and shall submit it to the employee, in writing, prior to the first formal observation. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-d, above. 6. If, during the course of the evaluation period, circumstances arise which, in the judgment of the evaluator or evaluatee, invalidate the established performance and measurement criteria, the employee and the evaluator shall meet to review and/or modify the criteriaimprovement. The evaluator shall be responsible for making the final decision, although meet with the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standards. The employee's written position shall be permanently attached to any modified criteriaif such request is made.

Evaluation Procedure. These provisions constitute the procedures to be utilized for the performance evaluation and assessment of certificated employees as set forth in the California Education Code (E.C. 44660, et seq.). The intent of the evaluation process shall be to maintain and improve the quality of the instructional program. A. The performance evaluation District shall relate evaluate and assess certificated employee’s competency as it reasonably relates to: 1. The progress of students toward instructional techniques and strategies used by the Board's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievementemployee. 2. The employee’s adherence to curricular objectives. 3. The employee’s individual performance objectives. 4. The establishment and maintenance of a suitable learning environment within the scope of the employee’s responsibility. 5. The job description for the position. 36. The California Standards performance of those noninstructional duties and responsibilities, including supervisory and advisory duties, as may be prescribed by the Board. 7. Any other areas prescribed by current law. B. The unit member and evaluator will attempt to mutually agree on evaluation goals and objectives for the Teaching Profession B. Frequency of performance evaluations:school year prior to November 1. If the parties are unable to reach agreement, individual growth goal(s) will be listed on the District goals form with a notation "this goal established by employee" or "this goal established by evaluator." 1. The performance evaluation for probationary employees shall be made at least twice each school year. The first performance evaluation shall be completed before the end of the first semester. The second performance evaluation shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes place. 2. The performance evaluation for permanent employees with fewer than ten (10) years shall be made at least once every other year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified may be evaluated once every five (5) years. At the discretion of the district, permanent employees may be evaluated at any time. 3. The post-performance observation conference shall be held, as scheduled by the evaluator within two weeks of the observation unless otherwise agreed upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss the performance and measurement criteria to be utilized in the evaluation of the employee's performance. The performance and measurement criteria utilized in determining the level of employee performance shall be in conformity with the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed of the identity of the evaluator no later than five (5) days prior to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the evaluator and the employee shall discuss the following: a. The job description as adopted by the Board after consultation with the Association. These are to be made available by the district on the Internet. b. The Board-adopted standards for pupil achievement. These are to be c. Any written performance improvement requirements as determined by the evaluator. d. The performance evaluation form. 2. Teachers assigned to two or more schools and the same subject area shall be assigned a home school and one evaluator from that school. The administrators at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee of the basis for his/her evaluation including criteria, the evaluation form, the employee's job description. a. The employee and the evaluator shall make a good faith attempt to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree on the performance and measurement criteria by which the employee is to be evaluated, the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the criteria. b. After giving consideration to the constraints identified by the employee, the evaluator shall make the final decision on the employee's performance and measurement criteria for the school year and shall submit it to the employee, in writing, prior to the first formal observation. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-destablished goals, abovethe job description, standards for pupil achievement, special written objectives or requirements, and the performance evaluation form and guidelines. 62. IfIn the event that mitigating circumstances arise which require a redefinition of goals and objectives, during the course evaluator and unit member shall meet and discuss the circumstances. If mutual agreement is not achieved, the provisions of Paragraph B of this Article will apply. C. Probationary unit members shall be evaluated at least twice each year, the first evaluation occurring not later than December 15 and the second not later than 60 calendar days prior to the end of the school year. Permanent teachers shall be evaluated at least once every two years, not later than 30 calendar days prior to the end of the school year. D. Each evaluation shall include at least one classroom observation lasting not less than 30 minutes, or one complete lesson, whichever is longer, to be conducted at a mutually agreed upon time. Additional observations may be made at any time by any management employee. Any classroom observation which is included as part of this evaluation process shall be followed by a conference between the unit member and the observer and a written report of the observation following the conference. Upon request of either party a post observation conference shall be held within 10 days of the observation. E. Preparation of the written evaluation shall be followed by a conference at which time the evaluation will be discussed. It is the intention of both parties that information contained in the written evaluation be discussed with and/or put in writing to the unit member prior to inclusion in the written evaluation. It is also the intention of both parties that unit members be notified as soon as possible regarding concerns about their performance. A copy of the final written evaluation document shall be provided to the unit member, who shall sign and date the original copy. The unit member may attach a written response to the original document within 10 days, to provide an opportunity to have it considered prior to placement in the personnel file. Following placement of the evaluation period, circumstances arise which, in the judgment personnel file the employee may attach a rebuttal at a later time. Both documents will become part of the evaluator personnel file. F. Unit members who have been notified that they may receive a rating of unsatisfactory in two or evaluateemore areas within the summary evaluation categories, invalidate or on one or more summary categories, will be offered the established opportunity (voluntary) to receive assis tance from other unit members as outlined below. The purpose of this assistance is to provide suggestions, help, feedback and resources to assist the unit member receiving the notification. The colleague assistance plan will be operational for a maximum of 15 school days from its formulation. Assistance given from one unit member to another is not part of the evaluation procedure and unit members providing assistance will not be involved as witnesses or participants in any disciplinary or dismissal action regarding the unit member. Colleague assistance may be requested from the following: District resource teachers; Mentor teachers; Grade level chairs, department chairs and instructional coordinators; Other unit members who have knowledge of the grade level and/or subject area involved as well as expertise in instructional strategies, classroom learning environment and peer assistance. Service as a colleague assistant will be voluntary. The District will provide up to three release days for the assistance plan. The colleague assistance plan will be managed by the unit members involved and does not involve the evaluator, unless by request of the unit member. Implementation of the evaluation procedure and/or other personnel actions taken by the District are not dependent on the assistance plan. Employees receiving an unsatisfactory performance rating in the area of teaching methods or instruction may be required to participate in a program determined by the District to improve appropriate areas of the employee's performance and to further pupil achievement and the instructional objectives of the District. G. When the evaluator determines that an area is unsatisfactory, the evaluator will indicate in writing: specific area(s) where improvement is needed, suggestions for improvement, additional resources that will be made available to assist with improvement (if applicable), techniques for measurement criteriaof improvement, and time schedule for monitoring progress. The evaluation form will include an overall rating to indicate satisfactory or unsatisfactory performance. If an unsatisfactory rating is indicated, an assistance plan will be written and in place for a school year. For appeal of an overall unsatisfactory rating the process of non-binding/advisory mediation will be used. H. Evaluations shall be based on observation and knowledge gained through appropriate investigation, and not upon unsubstantiated charges. In addition, no evaluation shall be based upon derogatory materials in the employee's personnel file unless the employee has been previously given prior notice and the opportunity to review, comment upon, and submit a written response for attachment. If the employee disagrees with the performance evaluation, they have the right to submit a written response and have the comments attached. If it is determined that it is necessary for further evaluation based upon an assistance plan, after the on-cycle year evaluation, observations and evaluation will be implemented and monitored through the next year based on the assistance plan. Department Chairpersons and Instructional Coordinators may be assigned to participate in assistance plans, at the request of the unit member. I. The performance evaluation should generally be a positive experience for both the employee and the evaluator shall meet to review and/or modify the criteriaevaluator. The evaluator shall strong points of the employee's performance should be responsible for making the final decisionidentified so that appropriate acknowledgment is made where warranted and assistance can be provided when needed. Typically, although areas where improvement is needed should be identified and discussed with the employee may specify his/her position in writing, including prior to the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standardsevaluation. The performance evaluation should be a summation of the employee's written position total performance. J. No formal observations or evaluations will be conducted with summer school teachers. However, informal observations may be conducted at any time, and the District reserves the right to record and file disciplinary memorandums in personnel records. Summer school teachers are employed at the will of the District and may be released by the District at will. K. No formal observations or evaluations will be conducted with unit members receiving extra-duty stipends except for those listed in paragraph L. below. However, informal observations may be conducted at any time, and the District reserves the right to record and file disciplinary memorandums in personnel records. Unit members receiving extra-duty stipends, except for department chairpersons, are employed at the will of the District and may be released by the District at will. Department chairpersons may only be released due to the completion of their elected term or through the procedure in Article 3. L. For staff members receiving extra-duty stipends serving extra duty in the areas of Activities Director, Athletic Director, Project Director, Yearbook, Drama, Instrumental Music, Vocal Music, Agriculture/FFA, Librarian, Journalism, District Resource Teacher, and Department Chairpersons, the performance evaluation shall also address the fulfillment of the job description requirements for that extra-duty assignment. M. The District shall determine the forms used for evaluation and assessment of the job performance of each employee. Changes in the forms used for evaluation may be permanently attached made at the discretion of the District, after consultation with the Exclusive Representative. X. Xxxxxxxxxx may be filed only over claims that the specific procedures of this Article have been violated. The contents of an evaluation are not subject to any modified criteriathe grievance procedure.

Evaluation Procedure. These provisions constitute the procedures to be utilized for the performance evaluation and assessment of certificated employees as set forth in the California Education Code (E.C. 44660, et seq.). The intent of the evaluation process shall be to maintain and improve the quality of the instructional program. A. The performance evaluation shall relate to: 1. The progress of students toward the Board's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievement. 2. The job description for the position. 3. The California Standards for the Teaching Profession B. Frequency of performance evaluations: 1. The performance evaluation for probationary employees shall be made at least twice each school year. The first performance evaluation shall be completed before the end of the first semester. The second performance evaluation shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes place. 2. The performance evaluation for permanent employees with fewer than ten (10) years shall be made at least once every other year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified may be evaluated once every five (5) years. At the discretion of the district, permanent employees may be evaluated at any time. 3. The post-performance observation conference shall be held, as scheduled by the evaluator within two weeks of the observation unless otherwise agreed upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss the performance and measurement criteria to be utilized in the evaluation of the employee's performance. The performance and measurement criteria utilized in determining the level of employee performance shall be in conformity with the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed of the identity of the evaluator no later than five (5) days prior to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the evaluator and the employee shall discuss the following: a. The job description as adopted by the Board after consultation with the Association. These are to be made available by the district on the Internet. b. The Board-adopted standards for pupil achievement. These are to bebe made available by the district on the Internet. c. Any written performance improvement requirements as determined by the evaluator. d. The performance evaluation form. 2. Teachers assigned to two or more schools and the same subject area shall be assigned a home school and one evaluator from that school. The administrators at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee of the basis for his/her evaluation including criteria, the evaluation form, the employee's job description. a. The employee and the evaluator shall make a good faith attempt to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree on the performance and measurement criteria by which the employee is to be evaluated, the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the criteria. b. After giving consideration to the constraints identified by the employee, the evaluator shall make the final decision on the employee's performance and measurement criteria for the school year and shall submit it to the employee, in writing, prior to the first formal observation. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-da.-d., above. 6. If, during the course of the evaluation period, circumstances arise which, in the judgment of the evaluator or evaluatee, invalidate the established performance and measurement criteria, the employee and the evaluator shall meet to review and/or modify the criteria. The evaluator shall be responsible for making the final decision, although the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standards. The employee's written position shall be permanently attached to any modified criteria.

Evaluation Procedure. These provisions constitute the ITA & IUSD shall create an Evaluation Committee to recommend an evaluation form and evaluation procedures to be utilized for the performance evaluation and assessment of certificated employees as set forth in the California Education Code (E.C. 44660, et seq.)all unit member evaluations. The intent Committee shall include three (3) unit members appointed by ITA and three (3) members appointed by IUSD. It is agreed that the Committee shall meet during the 2015-16, 2016-17, and 2017-18 school years, no later than April 1 of each year and shall make recommendations to the ITA and IUSD Bargaining Teams no later than June 1 of each year, for possible implementation during the following school year. The current evaluation process form and evaluation procedures shall be remain in effect unless changed through the bargaining process. A. It is understood and agreed by the parties that the principle objective in evaluation is to maintain and improve the quality of education in the instructional programDistrict. A. The performance B. Probationary and temporary unit members shall be evaluated each school year. Permanent (tenured) unit members shall be evaluated at least every other school year. If a unit member is scheduled to be evaluated during a particular school year, but is granted leave of absence for one (1) semester or longer, such evaluation shall relate to: 1take place during the first year of return to duty. The progress Unit members to be evaluated during a particular school year shall receive inservice training regarding the evaluation procedures, be advised of students toward the Boardcriteria upon which the evaluation is to be based, and notified of the identity of their evaluator, if it is other than the unit member's established standards immediate supervisor, no later than October 31, of expected pupil achievementthe regular school year in which the evaluation is to take place. a. C. The unit member being evaluated and the evaluator shall meet no later than October 31, to discuss and agree upon the objectives to be achieved during the evaluation period which shall not include reflect the use stated goals/objectives of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate the District. Such objectives shall be related to curricular objectives and established standards of pupil achievement. 2. The job description for the position. 3. The following California Standards for the Teaching Profession B. Frequency of performance evaluations: 1. The performance evaluation Create and maintain effective learning environments for probationary employees shall be made at least twice each school year. The first performance evaluation shall be completed before the end of the first semester. The second performance evaluation shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes placestudent learning. 2. The performance evaluation for permanent employees with fewer than ten (10) years shall be made at least once every other year Engage and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year support all students in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified may be evaluated once every five (5) years. At the discretion of the district, permanent employees may be evaluated at any timelearning. 3. Understand and organize subject matter for student learning. 4. Plan instruction and design learning experiences for all students. 5. Assess student learning. 6. Develop as a professional educator. The post-parties acknowledge that student assessment data is one of the many data points relevant to the overall review of classroom teaching performance, and that such data is to be considered and used solely as a formative assessment tool to inform and shape adjustments to the instructional strategies, methods and emphases, to influence and guide the establishment of each teacher’s performance observation conference objectives and strategies for the current year, and to influence upcoming classroom observations and other traditionally utilized assessment tools regarding classroom methods, skill levels and effectiveness. Such objectives shall be held, as scheduled recorded and signed by the evaluator within two weeks and evaluatee. Evaluators will continue to evaluate the member's performance, adjunct duties and any other duties and responsibilities. However, unit members will not be expected to write objectives for these responsibilities. D. A schedule of the observation unless otherwise agreed upon by both parties. C. Pre-observation conference proceduresfirst formal observations, all conferences and the summative evaluation date shall be established. In the event of a disagreement over the objectives or evaluation schedule, the unit member and the evaluator shall: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet Make a good faith effort to discuss resolve the performance and measurement criteria to be utilized in the evaluation of the employee's performance. The performance and measurement criteria utilized in determining the level of employee performance shall be in conformity with the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed of the identity of the evaluator no later than five (5) days prior to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the evaluator and the employee shall discuss the following: a. The job description as adopted by the Board after consultation with the Association. These are to be made available by the district on the Internet. b. The Board-adopted standards for pupil achievement. These are to be c. Any written performance improvement requirements as determined by the evaluator. d. The performance evaluation formdifference themselves. 2. Teachers assigned to two or more schools and the same subject area shall be assigned a home school and one evaluator from that school. The administrators at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee of the basis for his/her evaluation including criteria, the evaluation form, the employee's job description. a. The employee and the evaluator shall make a good faith attempt to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree the unit member cannot reach consensus on the performance and measurement criteria objectives by which the employee unit member is to be evaluatedevaluated or the evaluation schedule, the employee evaluator shall have the final decision on the unit member's objectives and the evaluation schedule for the school year. 3. The unit member may specify his/her position specify, in writing, including the identification of any constraints which the employee unit member believes inhibit his/her ability to meet the criteria. b. After giving consideration to the constraints objectives identified by the employee, evaluator. This written statement must be given good faith consideration in the summative written evaluation made by the evaluator shall make the final decision on the employee's performance and measurement criteria for the school year and shall submit it to become part of the employee, in writing, prior to the first formal observationpermanent record. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-d, above. 6. If, during E. During the course of the evaluation period, and after October 31, circumstances arise which, may change which require modification of the original objectives. The unit member or evaluator may initiate a change of these objectives in the judgment manner prescribed in Section C of this Article. F. The evaluation process shall include the following activities: 1. The number of observations will vary according to the plans of the evaluator or evaluatee, invalidate the established performance and measurement criteria, the employee evaluatee and the evaluator evaluator; but every unit member shall meet to review and/or modify have a minimum of one half-hour formal observation which will be followed by a conference and a written summary of the criteriaobservation. 2. The evaluator A unit member shall be responsible for making informed at least one day prior to the final decisionformal classroom observation. However, although if the employee unit member does not want prior notice, he/she may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standardswaive it. The employee's written position shall be permanently attached to Additional formal observations may take place at any modified criteriatime.

Evaluation Procedure. These provisions constitute the procedures to be utilized for the performance evaluation and assessment of certificated employees as set forth in the California Education Code (E.C. 44660, et seq.). The intent of the evaluation process shall be to maintain and improve the quality of the instructional program. A. The performance evaluation shall relate to: 1. The progress of students toward the Board's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievement. 2. The job description for the position. 3. The California Standards for the Teaching Profession B. Frequency of performance evaluations: 1. The performance evaluation for probationary employees shall be made at least twice each school year. The first performance evaluation shall be completed before the end of the first semester. The second performance evaluation shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes place. 2. The performance evaluation for permanent employees with fewer than ten (10) years shall be made at least once every other year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified may be evaluated once every five (5) years. At the discretion of the district, permanent employees may be evaluated at any time. 3. The post-performance observation conference shall be held, as scheduled by the evaluator within two weeks of the observation unless otherwise agreed upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss the performance and measurement criteria to be utilized in the evaluation of the employee's performance. The performance and measurement criteria utilized in determining the level of employee performance shall be in conformity with the employee's job description. If the evaluator is other than the chief site administrator, the evaluatee shall be informed of the identity of the evaluator no later than five (5) days prior to the first formal observation. Evaluations shall be conducted by non-unit management and/or supervisory employees. The conference shall be scheduled by the evaluator. During this conference, the evaluator and the employee shall discuss the following: a. The job description as adopted by the Board after consultation with the Association. These are to be made available by the district on the Internet. b. The Board-adopted standards for pupil achievement. These are to bebe made available by the district on the Internet. c. Any written performance improvement requirements as determined by the evaluator. d. The performance evaluation form. 2. Teachers assigned to two or more schools and the same subject area shall be assigned a home school and one evaluator from that school. The administrators at the other assigned school(s) may provide supplemental evaluation information as deemed necessary. 3. Teachers assigned to two or more schools but to different subject matter shall be assigned a home school and evaluator. The administrator at the other assigned school may also evaluate as deemed necessary. 4. Prior to the initial observation set forth below for each school year, the evaluator shall inform each employee of the basis for his/her evaluation including criteria, the evaluation form, the employee's job description. a. The employee and the evaluator shall make a good faith attempt to reach mutual agreement on the employee's performance and measurement criteria. To the extent the evaluator and employee disagree on the performance and measurement criteria by which the employee is to be evaluated, the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the criteria. b. After giving consideration to the constraints identified by the employee, the evaluator shall make the final decision on the employee's performance and measurement criteria for the school year and shall submit it to the employee, in writing, prior to the first formal observation. 5. The evaluator and employee shall sign a document indicating that they have reviewed and discussed the items listed in 1. a-da.-d., above. 6. If, during the course of the evaluation period, circumstances arise which, in the judgment of the evaluator or evaluatee, invalidate the established performance and measurement criteria, the employee and the evaluator shall meet to review and/or modify the criteria. The evaluator shall be responsible for making the final decision, although the employee may specify his/her position in writing, including the identification of constraints which the employee believes inhibit his/her ability to meet the modified performance standards. The employee's written position shall be permanently attached to any modified criteria. D. Performance observation procedures: 1. There shall be at least one (1) classroom observation during the evaluation period with written observation summaries transmitted to the employee. At least one formal classroom observation will preferably cover the beginning and a major portion of a class period or job task. The formal observation shall be scheduled so that the evaluatee has two (2) days advance notice. The post observation conference shall be scheduled during the pre-observation meeting. 2. If the evaluator becomes aware of areas needing improvement during any observation, these areas shall be reduced in writing and given to the employee along with specific recommendations for improvement. 3. Prior to an unsatisfactory evaluation in one or more areas on the evaluation regarding instruction and/or teaching methods, the following procedures shall be implemented: a. Another lesson observation will take place. b. A conference with the Principal will take place. c. A written improvement plan will be developed and implemented by the teacher and evaluator. d. Outside assistance will be provided when appropriate. e. At the end of the first four (4) weeks of the improvement plan, a second observation shall take place. f. If improvement occurs, the matter will be reassessed. g. If the second observation is deemed unsatisfactory in the same area of instruction/strategies, the teacher will receive an unsatisfactory evaluation and be referred to the Peer Assistance and Review (PAR) Program. E. Performance evaluation: 1. The written evaluation shall be transmitted not later than thirty (30) days prior to the last school day scheduled on the school calendar. The evaluator shall, not later than February 1, prepare a written evaluation for any unit member determined to need assistance from the evaluator. 2. In the formal written evaluation, the evaluator shall cite specific qualities, abilities, examples of excellence, and outstanding performance or deficiencies of the evaluatee. 3. Any statement concerning instructional competency from a person other than the evaluator shall be verified by the evaluator prior to inclusion in the written evaluation. 4. In the event the written evaluation indicates that an employee is not performing satisfactorily, the evaluator shall describe the specific areas of unsatisfactory performance either in the evaluation or in a separate document. a. As a part of the remediation process after the written evaluation, the evaluator shall meet with the employee and make specific recommendations as to areas of improvement in the employee's performance and shall endeavor to assist the employee in the improvement of such performance. b. Employees receiving an unsatisfactory performance rating in the area of teaching methods or instruction shall participate in a program provided and determined by the District to improve appropriate areas of the employee's performance and to further pupil achievement and the instructional objectives of the District. c. If subsequent remediation actions on the part of the employee sufficiently modify the employee's performance and identified deficiencies to the satisfaction of the evaluator, a notification to that effect shall be attached to the evaluation. 5. Following the review, the employee shall sign the evaluation to indicate that it has been reviewed and that the employee has received a copy. The employee's signature shall not necessarily signify agreement with the evaluation. 6. The employee may prepare and submit a written response to the written evaluation within ten (10) days of the review. After the ten (10) work day response period has expired, the formal written evaluation shall be placed in the employee's file and the response, if any, shall become a permanent attachment to the evaluation. This is not to preclude an employee from writing and having a response attached after the ten (10) work days.